Have you ever worked with someone that, regardless of your feelings about them as a person, you knew they were completely unsuited for their position?
Have you ever seen someone that others regularly minimize, marginalize, or ignore because that person offers little or no value in their current role?
Do you think people in that position feel frustrated?
Do you think they ask for help?
I bet they do. I know they do.
I’ve seen it.
As managers, we often find certain topics difficult to discuss, but that doesn’t mean our best option is ignoring them. In fact, it’s usually quite the opposite.
What’s more humane?
- Getting an issue out in the open
- Letting someone struggle alone
- Giving someone indirect or useless counsel because you don’t want to hurt their feelings
If someone isn’t suited for their job, or is missing vital skills that must be developed, avoiding the issue isn’t going help anyone.
We’re not sparing their feelings by not discussing their situation honestly. We’re sparing our own!
It’s selfish of any manager not to confront these situations honestly, respectfully, sensitively, AND with the goal of resolving them.